Remote working as a design office - a field report
20.07.2021 - Max Hoehle
Home office has experienced an unparalleled boost due to Corona. Before, the popularity was rather one-sided with the employees. However, the pandemic has made working from home a sheer necessity to keep a business running. A design office is in the privileged situation of being able to shift screen-based work to the employees' four walls. After a year, it's time to take stock.
Our concept for a successful home office
On July 1st, 2021, the home office ended for many professionals and in Franconia one would say, "...now it's back to work". Certainly a welcome change for many to finally see friends and colleagues again. However many including our employees’ have gotten used to everyday working life at home and are very satisfied doing work in their own office. The past has shown that working from home definitely has its advantages and is becoming more and more accepted in companies. For the future, we have thought about what a possible structure plan for a successfully implemented home office in the construction area could look like.
Even at the beginning of the Corona Pandemic, we as a design office decided to define a structural framework that should help us to keep an eye on the project goals and not neglect the social exchange within the team. The following list shows you what such a structure plan could look like:
1. Welcome email from the project manager or supervisor
In addition to content on professional topics, the welcome email should also strengthen the relationship between employees and supervisors. A good manager is not only interested in the work of the employee, but also in the personal interests or problems of the employee. The close exchange leads to a more open climate for discussion and problems can be cleared up quickly and easily.
2. Regular Jour fixe at the specified time
The daily jour fixe can take place via video conference. We as a team voted together and found 10:00 a.m. to be a good time. Our conferences rarely last longer than 15 minutes, but this also depends heavily on the size of the team and the content of the work.
Our experiences: For us, the close exchange within the team is a central part of our work and a key success factor of our company. All of our employees have that Right to communicate their opinions openly and honestly. A good employer should have an open ear for his employees, especially in such a changeover process. Criticism should be welcomed and appreciated and should never have negative consequences. An essential keyword at this point is to promote and constantly monitor the motivation of employees and the associated intrinsic motivation. There are enough means for this that go beyond a simple increase in salary and can definitely be more effective.
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